Heritage Plan

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Below   summarizes   three   stages   of   the   30/60/90   plan.   Following   the   overview   are   outlined   bullet   points   representing   specific   planned   actions.       I   anticipate   that   after   further   discussions,   there  will  be  modifications  to  the  plan.      

Discovery  and  Learn  

 

During  the  initial  phase,  my  plan  is  to  listen,  learn,  observe,  research  and  absorb  as  much  information  as   possible  about  Heritage:  mission,  culture,  people,  high  level  expectations,  vision,  infrastructure,  technical   resources,  program  offerings,  career  services  operations,  policies  and  processes,  varying  State  regulations.   Though  I  may  have  a  vision  of  how  career  services  should  operate,  it  is  important  to  fully  embrace  current   systems  that  have  led  to  Heritage’s  career  services  success.  Studying  allows  me  to  further  develop  that  vision.     Before  the  end  of  the  first  30  days  and  to  avoid  creating  a  culture  shock  with  the  institute,  I  will  instead   formulate  how  best  to  assimilate  to  the  culture  so  that  I  can  be  a  strategic  and  effective  contributor.      

Assessment  and  Development

 

Phase  two,  I  hope  to  assess  their  current  status  including  program  statistics  against  State  regulation   benchmarks,  Programmatic  Accreditation  Benchmarks,  strong  programs/  markets,  challenging  programs/   markets,  major  employers  that  we  have  relationships  with,  which  employers  do  we  want  to  have  relationships   with,  training  needs,  team  support  requests.    This  will  help  me  to  establish  a  strong  working  relationship  and   communication  style  so  that  I  can  best  support  their  success.     After  discovery  and  review  of  feedback,  I  will  develop  an  executive  report  that  provides  an  overview  of  career   services  including  campus  data,  program  data,  trends,  graduate  average  salaries  (pending  CampusVue   condition  of  data)  as  well  as  high  level  recommendations  that  will  support  Heritage  Career  Services.  During  the   development  of  this  report,  I  hope  to  create  a  2015  Initiatives  plan  that  will  be  distributed  so  that  all  are  “in   the  know”  of  the  direction  of  Career  Services.  Initial  changes  will  be  implemented  based  on  review.      

Execute  and  Initiate  

By  the  third  phase  and  with  collaboration  with  the  team  members,  we  can  implement  more  impactful  changes   and  provide  training  that  will  streamline  processes,  instill  accountability  and  effectiveness  and  launch  new   initiatives    that  will  set  Heritage  apart  from  competitors.        

     

o o o o o o o o o o o o o o o o o o o o    

 

30  DAYS  –  DISCOVERY  AND  LEARN     Meet  with  Corporate  /  Functional  Key  Players:  inquire  perception  /  vision  of  career  services  objective,    areas  of  opportunity  to  collaborate     Study  Catalog  and  Curriculum:     Collect  curriculum  outlines  and  syllabus  for  each  course  o  While  collecting  and  reading,  create  training   PowerPoints  and  resume  tools  based  on  course  objectives  o  Meet  with  Program  Chairs  for  industry   expertise   Review  staffing  model,  career  services  budget,  bios  of  team     Review  CampusVue  Career  Services  functionality,  features,  manual,  and  current  data  –  Identify  IT  POC.     Develop  initial  modification  proposals  and  set  up  time  with  IT  to  discuss  anticipated  process  obstacles     Collect  any  career  services  materials:  training,  forms,  guidelines,  policies,  procedures,  SOPs,   newsletters     Focus  on  placement  definition  and  reporting  policy  against  any/  all  regulatory  standards     Collect  and  review  recent  ABHES  program  plans     Collect  and  review  program  disclosures     Collect  and  review  employer  surveys  and  survey  process     Collect  and  review  graduate  surveys  and  survey  process     Review  Operational  reporting  -­‐  career  services  section     Review  all  campus  2013/2014  statistics;  Identify  areas  of  immediate  opportunity  –  to  be  further   discussed  during  campus  assessment  or  may  require  more  immediate  attention     Shadow  team/  team  members   Start  to  create  skeleton  blue  print  of  career  services  department,  to  be  further  developed  during    assessment  and  development  phase     Review  Career  Services/Employer  exposure  on  Heritage  website  –  Where  are  the  most  hits/  traffic?         Research  competitors  and  develop  matrix  of  commonalities  and  identify  gaps/  opportunities  where   Heritage  could  pioneer     Start  to  create  national  programmatic  “Hit  List”  –  Also  to  be  further  developed  during  campus   assessment         60  DAYS  –  ASSESSMENT  AND  DEVELOPMENT  

o Coordinate  Campus  Visits   § Campus  Visibility   § Student  Graduate  Responsiveness  –  Methods  of  communication  and  interaction   § Touch  points/  meet  students     § Standard  Ops     § Statement  of  purpose   § Forms     § Resources   § Areas  of  Strength     § Support  needed  to  enable  success   § Formulate  vision  of  Career  Services   o Work  with  team  and  campus  management  to  identify  where  action  plans  are  needed  and  new  campus    level  initiatives  to  be  set  into  motion    Performance,  Policies  and  Processes    

     

o Work  with  Human  Resources  to  ensure  standardization  is  maintained  when  developing  performance   evaluations/  KPIs,  job  expectations  and  tasks     o Evaluate,  modify  and  standardize  job  description  and  tasks  :daily,  weekly,  monthly,  quarterly  tasks  lists     o Solidify  creative  visual  tools/  white  board  concept  to  help  track  goals:  Job  orders,  interviews,  graduate    statuses,  statistics  by  program,  statistics  by  cohorts     o Placement  and  Waiver  Policy/  Process:  delivery  of  training  and  job  tools     o Develop  Program-­‐position  matrix     o CampusVue  modifications;  follow  up  on  CampusVue  reporting  changes     o Based  on  executive  and  campus  level  feedback,  develop  2015  initiatives  letter     o Develop  and  deliver  expectations  and  productivity  goals:  Individual,  Institutional,  Accreditation    Resource  Development     o If  available,  develop  operational  SharePoint/  manual  and  training  Skeleton  for  central  career  services   resource  library     o Weekly  operations  report  development     o Student  /  Graduate  Job  Seeker  tools  and  offerings   o Industry  Information  resources  for  students    Communication:  Now  and  Tomorrow     o Develop  Initial  “State  of  the  Union”  executive  report  to  show  current  placement  standings,  challenges,   strengths,  action  plans,  forecasting,  areas  of  standardization       90  DAYS  –  EXECUTE  AND  INITIATE   o Finalize  Performance  Evaluations  with  guidance  from  Human  Resources  and  VP  of  Operations,  KPI/   metrics  based  (linked  to  CampusVue,  provided  that  Cvue  is  set  up)   o Quarterly  benchmarks  and  progress  evaluation  o  Annual  Reviews  o  KPI  Categories:  Performance,   Customer  Service,  Audit,  Employer  activity  (outreach  and  job  orders)   o Training   o Develop  Training  on  CampusVue  reporting  (if  reporting  is  available).  o  Statistics  Report   o Seamless  Forms  –  Accreditation  Status/  Confirmation  Form   o Productivity  Report:  Job  Orders,  Job  Interviews,  New  Employers   o Additional  Training  developed  based  on  needs  of  campus:  (employer  development,  counters  and    objections)     o Create  a  series  of  trainings  (webinar  or  campus-­‐level)    Resource  Development  Continued     o Add  to  SharePoint  site/  Library  for  Career  Services:  (Policies,  Processes,  Program  Resources,  Official   Forms,  etc)     o Career  Services  “Playbook”  -­‐  ongoing     o Career  Services  Training  Outline  and  SharePoint  -­‐  ongoing    Initiatives  and  Innovation     o Create  Criteria  for  Productivity  driven  Career  Services  recognitions  program  to  celebrate  successes.   o Job  Orders  o  Job  Interviews  o  Employer  Outreach   o Further  develop  areas  of  partnership  and  initiatives  with  other  functional  units:     § Admissions     § Academic  Affairs     § Student  Services     § Financial  Aid   o Create  outcome  thresholds,  project  dashboards